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10-12
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Questions in this quiz (149)
1Which of the following statements is true of a work team?
- AIn a work team, top management is responsible for organizational outcomes and performance.
- BIn a work team, each member of the team pursues different goals.
- CA work team consists of a small number of people with complementary skills.
- DA work team usually restricts minority domination.
2Which of the following is an advantage of cross-training?
- AIt suppresses the skills and knowledge of an organization's competitors.
- BIt increases the external pool of resources for recruitment.
- CIt reduces training expenses for an organization.
- DIt allows a team to function normally even in the absence of a member.
3In the context of work teams, which of the following increases employee job satisfaction?
- AWorking under an autocratic leadership
- BBeing trained to meet the needs of specific customers
- CTaking direct responsibility for the quality of a company's products
- DBeing involved in decision-making processes
4Which of the following is a disadvantage of work teams?
- ALack of transparency
- BInitially high turnover
- CInefficient product development
- DLack of participation in group decision making
5Social loafing occurs when:
- Ateam members feel intense pressure to not disagree with each other so that the team can approve a proposed solution.
- Bworkers develop healthy interpersonal relationships with other team members.
- Cworkers complete the assigned tasks and feel obligated to socialize with other team members.
- Dteam members withhold their efforts and fail to perform their share of the work.
6Which of the following statements is true of groupthink?
- AIt leads to consideration of a limited number of alternative solutions.
- BIt increases conflicts among group members.
- CIt encourages discussion of issues from multiple perspectives.
- DIt usually results in good decisions.
7Which of the following is most likely a result of minority domination?
- ATeam members withhold their efforts and fail to perform their share of the work.
- BTeam members feel intense pressure not to disagree with each other.
- CTeam members do not feel accountable for the decision and actions taken by their teams.
- DTeam members do not share their views in fear of being criticized.
8_____ is the degree to which workers in a team have the discretion, freedom, and independence to decide how and when to accomplish their jobs.
- ASynergy
- BCohesiveness
- CGroupthink
- DAutonomy
9In the context of the different kinds of teams, which of the following is a difference between traditional work groups and self-designing teams?
- ATraditional work groups have the least autonomy, whereas self-designing teams have the most autonomy.
- BTraditional work groups can provide advice to management and have the authority to make decisions, whereas self-designing teams can only provide advice and suggestions to management.
- CUnlike self-designing teams, traditional work groups can control and change the memberships of the teams.
- DUnlike self-designing teams, traditional work groups can manage and control all of the major tasks directly related to production of a product without first getting approval from management.
10Traditional work groups are different from self-managing teams in that team members:
- Amanage and control all of the major tasks directly related to production.
- Bhave the freedom to make suggestions to management.
- Cdo not have direct responsibility or control over their work.
- Ddo not have the authority to change the design of their teams.
11In the context of autonomy, which of the following is a similarity between traditional work groups and employee involvement teams?
- ABoth lack the authority to make decisions related to the major tasks required to produce a product or service.
- BBoth control all of the major tasks directly related to production.
- CBoth lack the right to provide advice or make suggestions to management.
- DBoth can control and change the design of the teams themselves.
12In the context of autonomy, unlike semi-autonomous work groups, employee involvement teams:
- Acontrol all the major tasks related to production.
- Black the authority to make decisions.
- Ccan change the design of the tasks they perform.
- Dhave the power to change the design of the teams.
13In the context of autonomy, which of the following is a similarity between employee involvement teams and semi-autonomous work groups?
- ABoth have the authority to make decisions and solve problems.
- BBoth have the power to manage and control all of the major tasks related to production.
- CBoth can change the design of the teams.
- DBoth can provide advice or make suggestions to management.
14Self-managing teams are different from semi-autonomous work groups in that team members:
- Ado not have the authority to make decisions.
- Bcan control and change the design of the teams.
- Cmanage and control all of the major tasks directly related to production of a product without first getting approval from management.
- Dcan provide advice or make suggestions to management concerning specific issues such as plant safety, customer relations, or product quality.
15In the context of autonomy, which of the following is a similarity between self-managing teams and self-designing teams?
- ABoth have the authority to change the design of the teams and the tasks they do.
- BBoth can manage and control all of the major tasks directly related to production of a product.
- CBoth need the approval of management before making any changes.
- DBoth can choose the types of projects they want and select their own team members.
16In the context of autonomy, unlike self-managing teams, self-designing teams:
- Acan provide advice and suggestions to management.
- Bcan manage all of the major tasks directly related to production of a product.
- Ccan control and change the memberships of the teams.
- Dcan work without first getting approval from management.
17Which of the following has the most autonomy in the autonomy continuum?
- ASemi-autonomous work groups
- BSelf-designing teams
- CEmployee involvement teams
- DTraditional work groups
18Which of the following is true of employee involvement teams?
- AThey manage and control all the major tasks directly without getting approval from management.
- BThey offer advice and suggestions to management concerning specific issues.
- CThey are intentionally composed of employees from different functional areas of the organization.
- DThey hold authority to permit the team members of a company to make decisions and change the designs of teams.
19Which of the following is a difference between employee involvement teams and semi-autonomous work groups?
- AMembers of employee involvement teams can change the designs of teams, whereas members of semi-autonomous groups cannot change the designs of teams.
- BEmployee involvement teams do not have the authority to make decisions, whereas semi-autonomous groups have the authority to make decisions.
- CEmployee involvement teams provide advice and suggestions to management, whereas semi-autonomous groups do not have the authority to give advice and suggestions to management.
- DMembers of employee involvement teams are selected based on their experience, whereas members of semi-autonomous groups are selected based on their expertise.
20Which of the following statements is true of self-designing teams?
- AThey require management approval to perform a task.
- BThey control work tasks and team membership.
- CThey are also known as self-managing teams.
- DThey have less autonomy than employee involvement teams.
21Which of the following statements is true of members of self-managing teams?
- AThey handle and control all of the major tasks directly related to production of a product or service without first getting approval from management.
- BThey offer advice and suggestions to management concerning specific issues, but they do not have the authority to make decisions.
- CThey are responsible for doing the work or executing a task, but they do not have direct responsibility or control over their work.
- DThey can control and change the design of the teams themselves, the tasks they do and how and when they do them, and the membership of the teams.
22Identify a true statement about cross-functional teams.
- AThey can only be used with part-time or temporary team assignments.
- BThey generate less ideas and alternative solutions than traditional teams.
- CThey are intentionally composed of employees from different departments of an organization.
- DThey usually attack problems from one perspective.
23The best employees from the finance, research and development, marketing, and production departments of a company formed a team to formulate strategies to help the company deal with a financial crisis. The members identified all the problem areas in their respective departments and put forward unanimous solutions to resolve the issues. This team is an example of a(n) _____.
- Across-functional team
- Bdepartment team
- Ctraditional work group
- Demployee involvement team
24Which of the following statements is true of members of virtual teams?
- AThey often meet face-to-face to discuss business strategies.
- BThey are usually located in a single geographic area.
- CThey use email and videoconferencing for business communication.
- DThey are essentially part of temporary teams.
25Which of the following is a drawback of virtual teams?
- AThey are highly rigid because of organizationally dispersed team members.
- BThey make communication difficult among team members because of a lack of means of communication.
- CThey often suffer from a lack of understanding regarding the team's purpose.
- DThey lack variety in team composition.
26A(n) _____ is created to complete specific, one-time tasks within a limited time.
- Aproject team
- Btraditional work group
- Cemployee involvement team
- Dfunctional team
27Which of the following is an advantage of project teams?
- AThey give full autonomy to team members.
- BThey offer permanent membership.
- CThey allow employees to work remotely.
- DThey reduce communication barriers.
28A team of scientists is assembled to conduct research on a new source of renewable energy. Research and development will continue for one year after which the team will be disbanded. This team is an example of a(n) _____.
- Aself-designing team
- Badvisory team
- Cproject team
- Dvirtual team
29A team of engineers and architects has been formed to work on the construction of a bridge. The team will work together on-site till the construction of the bridge is complete. Thereafter, it will be dissolved. This team is an example of a(n) _____.
- Aself-designing team
- Badvisory team
- Cproject team
- Dvirtual team
30Which of the following statements is true of team norms?
- AThey allow flexibility in terms of job performance, absenteeism, and safety.
- BThey regulate the everyday actions that allow teams to function effectively.
- CThey indicate the extent to which team members are attracted to a team.
- DThey are rules that are formally signed and agreed upon by team members.
31Identify a true statement about team norms.
- AThey often allow flexibility in terms of job performance.
- BThey are rules that are formally signed and agreed upon by team members.
- CThey often lead to stronger organizational commitment.
- DThey indicate the extent to which team members are attracted to a team.
32Which of the following is true of the right team size for good performance?
- AA team must be small enough to encourage minority domination.
- BA team must be small in order to gain the advantages of team decision making.
- CA team must be large so that the team can be splintered into smaller subgroups.
- DA team must be large enough to take advantage of team members' diverse skills and knowledge.
33Which of the following signs indicates that a team's size needs to be changed?
- AIf the team members have varied functional expertise
- BIf employee turnover is low
- CIf a few members dominate the team
- DIf the team members have diverse perspectives
34In the context of team conflict, unlike affective conflict, cognitive conflict:
- Afocuses on the emotional reactions that can occur when disagreements become personal rather than professional.
- Bis strongly associated with improvements in team performance.
- Coften results in hostility, anger, resentment, distrust, cynicism, and apathy.
- Dis associated with decreases in team performance.
35Which of the following is a characteristic of cognitive conflict?
- AReconciliation
- BResentment
- CCynicism
- DHostility
36Unlike cognitive conflict, affective conflict:
- Aundermines team performance by preventing teams from engaging in the kinds of activities that are critical to team effectiveness.
- Bis characterized by a willingness to examine, compare, and reconcile differences to produce the best possible solution.
- Cincreases the satisfaction of team members, leads to cordiality between coworkers, and increases team cohesiveness.
- Dinvolves emotional reactions that occur when disagreements between coworkers are professional rather than personal.
37In which of the following ways can teams have healthy conflicts?
- ABy imposing a consensus to resolve issues
- BBy establishing individual goals
- CBy using limited and subjective data
- DBy focusing on issues rather than personalities
38_____ is the stage of team development when team members jockey for position and try to establish a favorable role for themselves on the team.
- AStorming
- BNorming
- CPerforming
- DForming
39During the norming stage of team development, team members:
- Aare likely to disagree about what the group should do.
- Btry to establish a favorable role for themselves on the team.
- Cbegin to settle into their roles as team members.
- Dmeet each other for the first time.
40In the _____ stage of team development, team members often become intensely loyal to one another and feel mutual accountability for team successes and failures.
- Astorming
- Bperforming
- Cforming
- Dnorming
41Which of the following is necessary for stretch goals to effectively motivate teams?
- ATeams must be empowered with control of resources, such as budgets, workspaces, and computers.
- BTeams must include employees from a single functional area.
- CTeams must go through the process of multilevel reviews and sign-offs to get management approval before making changes.
- DTeams must have a low degree of autonomy over how they achieve their goals.
42_____ means that teams no longer have to go through the frustratingly slow process of multilevel reviews and sign-offs to get management approval before making changes.
- ASocial loafing
- BBureaucratic immunity
- CStructural accommodation
- DMinority domination
43_____ represents the variances or differences in ability, experience, personality, or any other factor on a team.
- ATeam equity
- BTeam autonomy
- CTeam synergy
- DTeam diversity
44Mary's company trained her to perform managerial functions, formulate innovative strategies, and also solve technical issues. Given this information, it is likely that Mary's company provided her _____.
- Adiversity training
- Bdecision-making training
- Cinterpersonal skills training
- Dcross-training
45Which of the following statements is true of team compensation?
- ASkill-based pay works best in relatively stable environments where employees can focus on improving productivity, cost savings, or quality.
- BNonfinancial awards tend to be most effective when teams or team-based interventions are first introduced.
- CGainsharing is most effective for self-managing and self-directing teams performing complex tasks.
- DGainsharing programs are especially effective when coupled with management recognition, such as awards, certificates, and praise.
46In the storming stage of team development, team members will have accepted team goals, be operating as a unit, and, as indicated by the increase in performance, be working together effectively.
- ATrue
- BFalse
47Rewards that depend on team performance rather than individual performance are the key to rewarding team behaviors and efforts.
- ATrue
- BFalse
48If employees can work effectively on their own, they can always work effectively in teams.
- ATrue
- BFalse
49Cross-training is less appropriate for teams of highly skilled workers.
- ATrue
- BFalse
50Gainsharing works best in unstable environments where employees are required to learn additional skills or knowledge.
- ATrue
- BFalse
51Which of the following acts provides for jury trials and punitive damages for employment discrimination on the basis of race, color, religion, gender, or national origin?
- AThe Civil Rights Act of 1991
- BThe Uniformed Services Employment and Reemployment Rights Act of 1994
- CThe Equal Pay Act of 1963
- DThe Fair Labor Standards Act of 1938
52Which of the following is true of the Occupational Safety and Health Act (OSHA)?
- AIt permits workers to take up to twelve weeks of unpaid leave for pregnancy and/or birth of a new child, adoption or foster care of a new child; illness of an immediate family member; or personal medical leave.
- BIt guarantees employees the right to form and join unions of their own choosing.
- CIt requires that employers provide employees with a workplace that is free from recognized hazards that are causing or are likely to cause death or serious physical harm.
- DIt prohibits discrimination on the basis of physical or mental disabilities.
53Which of the following is a criterion outlined in the Uniform Guidelines on Employee Selection Procedures that is used to determine whether companies have engaged in discriminatory hiring and promotion practices?
- AEqual rights
- BDisparate treatment
- CUnbiased recruitment
- DOpportunistic behavior
54Which of the following is an example of adverse impact, a criterion used in determining whether companies have engaged in discriminatory hiring and promotion practices?
- AA company's hiring policies dictated that only 10% of the employees in the company can be women.
- BThe women in a company were given responsibilities equal to that of men but were paid lower salaries than men.
- CSixty percent of the questions on a competitive exam taken by blacks, Hispanics, and Chinese were on African American history, and most of the candidates who passed the test were black.
- DThe chief executive officer of an American company blatantly refused to employ an African American although he had an excellent academic record and was also the best performer in the interview.
55In the context of employment discrimination, which of the following is a difference between disparate treatment and adverse impact?
- AUnlike adverse impact, disparate treatment can be calculated by dividing the decision rate for a protected group of people by the decision rate for a nonprotected group.
- BUnlike disparate impact, adverse impact is unintentional discrimination.
- CViolation of the four-fifths rule is not an automatic indication of disparate treatment, whereas violation of the four-fifths rule is an automatic indication of adverse impact.
- DDisparate treatment occurs when members of an ethnic group are harmed because they are hired or promoted at substantially lower rates than others, whereas adverse impact occurs when people are not given the same hiring opportunities as other employees because of their race and age.
56Which of the following is a difference between a quid pro quo case and a case of hostile work environment?
- AA quid pro quo case deals with the sexual harassment of male employees, whereas a case of hostile work environment deals with the sexual harassment of female employees.
- BA quid pro quo case can result in economic injury, whereas a case of hostile work environment can lead to psychological injury.
- CIn a quid pro quo case, discrimination is intentional, whereas in a case of hostile work environment, discrimination is unintentional.
- DIn a quid pro quo case, an individual submits to sexual harassment, whereas in a hostile work environment case, an individual resists sexual harassment.
57_____ is the process of developing a pool of qualified job applicants.
- ABrainstorming
- BRecruiting
- CForecasting
- DDownsizing
58In the context of recruiting, which of the following kinds of information can be gathered by job analysis?
- AThe knowledge, skills, and abilities needed to perform a particular task
- BPersonal characteristics of the existing employees in an organization
- CConfidential data of a client
- DThe list of shareholders involved in a particular project
59Job specifications can be defined as:
- Aa set of procedures for advertising job openings within a company to existing employees.
- Bwritten descriptions of the basic responsibilities required of an employee holding a particular job.
- Cplanned sequences of jobs through which employees may advance within an organization.
- Da written summary of the qualifications needed to successfully perform a particular job.
60_____ helps a company meet the legal requirement that its human resource decisions be job related.
- AJob rotation
- BA job description
- CJob enrichment
- DA job posting
61Which of the following is true of internal recruiting?
- AIt involves organizing career conferences and job fairs.
- BIt includes employee referrals and walk-ins.
- CIt increases recruitment start-up time and costs.
- DIt improves employee commitment and morale.
62Which of the following defines job posting?
- AIt is a planned sequence of jobs through which employees may advance within an organization.
- BIt is a procedure for advertising job openings within a company to existing employees.
- CIt is a written description of the basic tasks, duties, and responsibilities required of an employee holding a particular job.
- DIt is a purposeful, systematic process for collecting information on the important work-related aspects of a job.
63_____ is a planned sequence of jobs through which employees may advance within an organization.
- AJob design
- BA process map
- CA career path
- DJob posting
64Which of the following is an external recruitment method?
- APromotion
- BJob postings
- CTransfer
- DWalk-ins
65Which of the following is a difference between internal recruiting and external recruiting?
- AUnlike external recruiting, internal recruiting increases recruitment start-up time and costs.
- BInternal recruitment methods include employee referrals and walk-ins, whereas external recruitment methods include job posting and career paths.
- CUnlike external recruiting, internal recruiting involves hiring passive candidates.
- DInternal recruiting involves hiring people who already work in the company, whereas external recruiting involves hiring people from outside the company.
66In the context of recruitment, which of the following best defines validation?
- AIt is the process of developing a pool of qualified job applicants from people who already work in a company.
- BIt is the process of assessing how well employees are doing their jobs.
- CIt is the process of determining how well a selection test or procedure predicts future job performance.
- DIt is the process of identifying and prioritizing the learning needs of employees.
67It is a violation to ask a female applicant for her _____ in a job application form.
- Amaiden name
- Beducational history
- Cwork experience
- Daddress
68_____ measure the extent to which applicants have abilities in perceptual speed, verbal comprehension, numerical aptitude, general reasoning, and spatial aptitude.
- ASpecific ability tests
- BPerformance tests
- CWork sample tests
- DCognitive ability tests
69In the context of selection tests, which of the following is a difference between specific ability tests and work sample tests?
- AUnlike specific ability tests, work sample tests measure the extent to which an applicant possesses different kinds of job-related behavioral dimensions
- BSpecific ability tests measure aptitude for doing a particular task well, whereas work sample tests require applicants to perform tasks that are actually done on the job.
- CUnlike work sample tests, specific ability tests directly measure job applicants' capability to do a job.
- DSpecific ability tests are also called performance tests, whereas work sample tests are also called aptitude tests.
70Which of the following is an advantage of a structured interview?
- AIt allows an interviewer to ask any question, including non-job-related questions.
- BIt does not require the questions to be prepared in advance before the interview takes place.
- CIt reduces the chances that interviewers will ask questions about topics that violate employment laws.
- DIt allows an interviewer to probe into missing information uncovered during the unstructured portion of the interview.
71_____ means providing opportunities for employees to develop the job-specific skills, experience, and knowledge they need to do their jobs or improve their performance.
- AForecasting
- BTraining
- CScreening
- DBrainstorming
72In the context of training methods, which of the following is a difference between on-the-job training and role-playing?
- AIn on-the-job training, top-level managers give informal advice and suggestions to trainees, whereas in role-playing, mentors guide trainees through live tasks.
- BOn-the-job training requires organizations to hire skilled trainers, whereas role-playing does not involve trainers.
- CIn on-the-job training, trainees learn by watching experienced employees perform their job and eventually by working alongside the experienced employees, whereas in role-playing, trainees practice new behaviors by acting out what they would do in job-related situations.
- DOn-the-job training is specifically used when the training objective is to develop analytical and personality skills, whereas role-playing is usually used when the training objective is to impart knowledge to trainees.
73Which of the following is a purpose of performance appraisals of employees?
- AIncreasing the number of human resources
- BEvaluating human resource programs
- CProviding learning opportunities to employees
- DPromoting interaction among employees
74In the process of performance appraisal, _____ occurs when assessors rate all workers as average.
- Ahalo error
- Bcentral tendency error
- Csimilar-to-me error
- Dleniency error
75Identify a difference between central tendency error and leniency error.
- ACentral tendency error occurs when assessors rate all workers as performing below expectations, whereas leniency error occurs when assessors rate all workers as performing above expectations.
- BCentral tendency error occurs when assessors rate all workers as average, whereas leniency error occurs when assessors rate all workers as performing particularly well.
- CCentral tendency error is a performance rating error, whereas leniency error is a selection error.
- DCentral tendency error is also known as horns error, whereas leniency error is also known as halo error.
76In the context of measuring job performance of employees, identify a subjective performance measure.
- ACustomer complaints
- BSales
- CRejection Rates
- DGraphic rating scales
77In the context of performance appraisal, which of the following is true of developmental feedback?
- AIt is designed to improve future performance.
- BIt is a reward for past performance.
- CIt is also known as administrative feedback.
- DIt requires the managers giving feedback to act as judges.
78In the context of performance appraisal, which of the following is a difference between developmental feedback and administrative feedback?
- ADevelopmental feedback is used as a reward for past performance, whereas administrative feedback is designed to improve future performance.
- BDuring developmental feedback, employees are defensive and closed to feedback, whereas during administrative feedback, employees are typically open and receptive to feedback.
- CManagers are evaluative during developmental feedback, whereas managers are encouraging during administrative feedback.
- DManagers act as coaches when they give developmental feedback, whereas managers act as judges when they give administrative feedback.
79_____ includes both the financial and nonfinancial rewards that organizations give employees in exchange for their work.
- ACompensation
- BSynergy
- CGoodwill
- DInsurance
80The top management of a company decided to lay off about 20 percent of its employees to cope with the financial loss the company incurred over the year. This scenario is an example of _____.
- Ajob embeddedness
- Binvoluntary separation
- Cfunctional turnover
- Dreverse discrimination
81In the context of pay-structure decisions, which of the following is a difference between hierarchical pay structures and compressed pay structures?
- AUnlike hierarchical pay structures, in compressed pay structures, there are big differences from one pay level to another.
- BUnlike hierarchical pay structures, the basic idea behind compressed pay structures is that large differences in pay between jobs should motivate people to work harder to obtain those higher-paying jobs.
- CUnlike hierarchical pay structures, in compressed pay structures, pay is more dispersed and varied across jobs in a company.
- DUnlike hierarchical pay structures, the basic idea behind compressed pay structures is that similar pay levels should lead to higher levels of cooperation and better group and team performance.
82_____ is the planned elimination of jobs in a company.
- ARetirement
- BOffshoring
- CValidation
- DDownsizing
83Companies use early retirement incentive programs (ERIPs) to:
- Aincrease the number of experienced employees.
- Bcreate job opportunities for people inside the organization.
- Cadd new job positions after employees retire.
- Dreplace high-paid, less-experienced employees with lower-paid, more experienced employees.
84Which of the following statements is true of phased retirement?
- AIt increases the hiring and training costs incurred by companies.
- BEmployees can no longer avail any of the benefits they would otherwise receive when working full time.
- CIt allows companies to retain experienced, valuable workers.
- DEmployees are provided legal reasoning and a huge compensation to voluntarily retire before the retirement age.
85Which of the following statements is true of employee turnover?
- AThe top management of a company prefers dysfunctional turnover to functional turnover.
- BOne of the best ways to influence functional and dysfunctional turnover is to link pay directly to performance.
- CFunctional turnover is the loss of high-performing employees who voluntarily choose to leave a company.
- DDysfunctional turnover gives an organization a chance to replace poor performers with better workers.
86The Fair Labor Standards Act of 1938 is a major federal employment law.
- ATrue
- BFalse
87Laws and regulations governing safety standards regulate the interaction between management and labor unions.
- ATrue
- BFalse
88Adverse impact is intentional discrimination that occurs when people are purposely not given the same hiring, promotion, or membership opportunities because of their race, color, sex, age, ethnic group, national origin, or religious beliefs.
- ATrue
- BFalse
89The first selection devices that most job applicants encounter when they seek a job are application forms and résumés.
- ATrue
- BFalse
90Managers should verify the information collected via résumés and application forms by comparing it with additional information collected during interviews and other stages of the selection process.
- ATrue
- BFalse
91Employment references include the names of previous employers or coworkers of an applicant.
- ATrue
- BFalse
92In unstructured interviews, interviewers ask only for important, job-related information.
- ATrue
- BFalse
93Coaching and mentoring are helpful for reinforcing other kinds of training and for trainees who benefit from support and personal encouragement.
- ATrue
- BFalse
94In the context of job performance, customer complaints are an objective performance measure.
- ATrue
- BFalse
95When managers give administrative feedback, they are acting as coaches.
- ATrue
- BFalse
96Job evaluation determines the worth of each job by determining the market value of the knowledge, skills, and requirements needed to perform it.
- ATrue
- BFalse
97Downsizing is the loss of employees who voluntarily choose to leave a company.
- ATrue
- BFalse
98Companies use early retirement incentive programs (ERIPs) to increase the number of employees in an organization.
- ATrue
- BFalse
99A disadvantage of phased retirement is that it increases a company's hiring and training costs.
- ATrue
- BFalse
100Dysfunctional turnover is the loss of poor-performing employees who choose to leave an organization.
- ATrue
- BFalse
101The term _____ refers to a variety of demographic, cultural, and personal differences among an organization's employees and customers.
- Aheteronormativity
- Battrition
- Cdiversity
- Damalgamation
102The purpose of _____ is to provide equal opportunities to all, regardless of race, color, religion, sex, or national origin.
- Athe balanced scorecard
- Baffirmative action programs
- Cemployee assistance programs
- Da social integration plan
103Unlike affirmative action, diversity:
- Ais basically a punitive approach to create a positive work environment.
- Bcan exist even if organizations do not take purposeful steps to create it.
- Cis required by law for private employers with fifty or more employees.
- Dfocuses on creating employment opportunities for minorities and women.
104A difference between workplace diversity and affirmative action is that:
- Aunlike diversity programs, organizations that pursue affirmative action programs do so voluntarily.
- Borganizations cannot achieve diversity without affirmative action, whereas affirmative action can take place without diversity.
- Caffirmative action guarantees diversity, whereas diversity does not guarantee affirmative action.
- Daffirmative action is required by law for private employers with fifty or more employees, whereas diversity is not.
105One of the ways in which affirmative action differs from workplace diversity is that:
- Athe Equal Employment Opportunity Commission oversees the enforcement of affirmative action, whereas there is no federal law or agency to oversee diversity.
- Bdiversity originated with Executive Order 11246, whereas an affirmative action is related to the 1964 Civil Rights Act.
- Cthe purpose of affirmative action is to create a positive work environment, whereas the purpose of diversity is to compensate for past discrimination.
- Daffirmative action guarantees diversity, whereas diversity does not guarantee affirmative action.
106Which of the following is a difference between a diversity program and an affirmative action program?
- AA diversity program aims at creating a positive work environment where no one is advantaged or disadvantaged, whereas an affirmative action program aims at compensating for past discrimination.
- BA diversity program is required by law for private employers with fifty or more employees, whereas an affirmative action program is not.
- CA diversity program punishes companies for not achieving specific sex and race ratios in their workforces, whereas an affirmative action program seeks to benefit both organizations and their employees by encouraging organizations to value all kinds of differences.
- DA diversity program involves purposeful steps taken by an organization to create employment opportunities for minorities and women, whereas an affirmative action program has a broader focus that includes demographic, cultural, and personal differences.
107Organizations that fail to uphold affirmative action laws may be required to:
- Agive a share of their common stock to individuals against whom discrimination takes place.
- Blayoff all existing employees and hire new employees based on the guidelines provided by the 1964 Civil Rights Act.
- Csuspend business operations for a period of two consecutive days.
- Dhire, promote, or give back pay to those not hired or promoted.
108Which of the following programs seeks to benefit both organizations and their employees by encouraging organizations to value all kinds of differences instead of punishing them for not achieving specific sex and race ratios in their workforces?
- AA validation program
- BAn appraisal program
- CA diversity program
- DAn affirmative action program
109A setback of affirmative action is that:
- Athose benefitting from affirmative action begin to experience self-doubts about their competence and merit.
- Bpeople who are the subject of affirmative action are viewed as being more qualified than they actually are.
- Cwomen and minorities usually feel deprived.
- Demployees start to overpower the management.
110Which of the following is true of diversity?
- AIt curbs business growth.
- BIt often leads to expensive lawsuits.
- CIt increases employee turnover.
- DIt decreases absenteeism.
111Diversity drives business growth by:
- Aattracting different customers and markets.
- Breinforcing affirmative action.
- Cweakening business monopoly.
- Ddecreasing competition in the industry.
112Unlike surface-level diversity, deep-level diversity consists of differences that are:
- Aobjective and typically unchangeable.
- Blearned only through extended interaction with others.
- Ceasy to measure.
- Dused to form initial impressions and categorizations of coworkers.
113Unlike deep-level diversity, surface-level diversity:
- Ais exemplified by personality differences, attitudes, beliefs, and values.
- Bconsists of differences that are learned through extended interaction with others.
- Cis communicated through verbal and nonverbal behaviors.
- Dconsists of differences that are easy to measure.
114Which of the following is a difference between surface-level diversity and deep-level diversity?
- ASurface-level diversity can only be perceived by a few, whereas deep-level diversity can be perceived by almost everyone.
- BSurface-level diversity consists of differences that are typically changeable, whereas deep-level diversity consists of differences that are typically unchangeable.
- CKnowledge of deep-level diversity gives way to the better understanding of surface-level diversity, whereas surface-level diversity is not helpful in understanding deep-level diversity.
- DSurface-level diversity is immediately observable, whereas deep-level diversity usually reveals itself at a later stage.
115If managed properly, the shift from surface- to deep-level diversity can accomplish two things:
- Agender-based discretion and openness to experience.
- Bopenness to experience and the glass ceiling effect.
- Creduction in prejudice and social integration.
- Dsocial integration and an ethnocentric work environment.
116It is commonly believed that older workers:
- Aare bad at judging situations.
- Bare more likely to show up late.
- Care more likely to switch jobs.
- Dare less productive.
117Which of the following is true of older workers?
- AThey are more likely to be careful about the quality of their work.
- BThey are more likely to switch jobs.
- CThey are more likely to be absent because of health issues.
- DThey are more likely to engage in workplace aggression.
118In the context of age discrimination, unlike younger workers, older workers:
- Acare less about the quality of their work.
- Bare more likely to consume alcohol at work.
- Care less likely to quit or show up late to work.
- Dtend to engage more in workplace aggression.
119Which of the following is a difference between the older workers and the younger workers of a company?
- AUnlike older workers, younger workers are more likely to help others at work.
- BUnlike older workers, younger workers exhibit more concern about the quality of their work.
- CUnlike younger workers, older workers are more likely to be involved in accidents.
- DUnlike younger workers, older workers tend to show better judgement.
120Which of the following steps should companies take to reduce age discrimination?
- AThey should train recruiters to make hiring decisions on the basis of candidates' age.
- BThey need to ensure that younger workers have slow interaction with older workers.
- CThey need to monitor the extent to which older workers receive training.
- DThey should refrain from recruiting baby boomers.
121One of the ways for companies to reduce age discrimination in the workplace is to:
- Aminimize the extent to which younger employees receive training.
- Beliminate all early retirement schemes prevalent in the company.
- Censure that younger and older workers interact with each other.
- Doffer golden parachutes to older workers.
122In the context of surface-level diversity, _____ occurs when people are treated differently because of their gender.
- Aracial discrimination
- Bsex discrimination
- Cethnic discrimination
- Dgenetic discrimination
123Which of the following is true of the glass ceiling?
- AIt is a barrier that prevents women from advancing to the top jobs in organizations.
- BIt refers to the level of transparency between the external and internal stakeholders of an organization.
- CIt is an invisible barrier that prevents communication between the top management and the lower-level employees of an organization.
- DIt refers to the phenomenon of men joining professions that were previously dominated by women.
124Which of the following is a significant factor behind the lack of women at top levels of management?
- AWomen are more prone to illness and accidents.
- BWomen are easily contended.
- CWomen face sex discrimination.
- DWomen are less likely to be proactive in asserting themselves.
125Which of the following strategies should be used by companies to minimize sex discrimination?
- APairing promising female executives with senior executives for mentoring
- BExcluding women from male-dominated social activities
- CEmploying more male managers to train and supervise female employees
- DCreating work teams consisting of only female employees
126Which of the following is a reason for smaller representation of minority groups in management positions?
- AMost companies implement affirmative action programs.
- BMost companies do not prefer hiring candidates of minority groups.
- CMembers of minority groups prioritize family values over career goals.
- DMembers of minority groups are assumed to be not interested in learning new things.
127_____ is a mental or physical impairment that substantially limits one or more major life activities.
- AA disposition
- BA disability
- CRedundancy
- DCompetency
128A job candidate is rejected on the pretext that he is hearing impaired. Which of the following types of discrimination does this exemplify?
- ARacial discrimination
- BDisability discrimination
- CAge discrimination
- DEthnicity discrimination
129In which of the following ways can companies ensure that people with disabilities have the same opportunities as everyone else?
- ARecruiting disabled candidates at least for the entry-level jobs
- BRefraining from assigning additional responsibilities to disabled employees
- CEmploying people with disabilities only for jobs that do not require movement
- DProviding reasonable workplace accommodations for disabled employees
130_____ gives workers with disabilities the tools they need to overcome their disabilities and is also an effective strategy to recruit, retain, and enhance the productivity of people with disabilities.
- AMachine learning
- BIntegration sustenance
- CAssistive technology
- DImpulse system
131Recognizing deep-level diversity is important because it can:
- Aresult in less prejudice, discrimination, and conflict in the workplace.
- Bhelp in reinforcing dimensions of surface-level diversity.
- Chelp in forming initial impressions about others.
- Denable managers to focus on differences based on age, ethnicity, and physical capabilities.
132In the context of deep-level diversity, a(n) _____ is the tendency to respond to situations and events in a predetermined manner.
- Adisability
- Bdisposition
- Ctribulation
- Dintervention
133In the context of deep-level diversity, _____ is the relatively stable set of behaviors, attitudes, and emotions displayed over time that makes individuals different from each other.
- Aego
- Bpersonality
- Cveracity
- Dintegrity
134Agreeableness is the degree to which someone is _____.
- Aresolute and has a problem-solving attitude
- Bcurious
- Cflexible and forgiving
- Dthorough, persevering, and achievement oriented
135_____ is the degree to which someone is organized, hardworking, responsible, persevering, thorough, and achievement oriented.
- ACordiality
- BAgreeableness
- CExtraversion
- DConscientiousness
136Under the _____, success is usually measured by how well companies achieve recruitment, promotion, and retention goals for women, people of different racial/ethnic backgrounds, or other underrepresented groups.
- Aaccess and legitimacy paradigm
- Blearning and effectiveness paradigm
- Cdiscrimination and fairness paradigm
- Darray-oriented paradigm
137Unlike the learning and effectiveness paradigm, the discrimination and fairness paradigm focuses on:
- Aintegrating deep-level diversity differences into the actual work of an organization.
- Bthe surface-level diversity dimensions of sex, race, and ethnicity.
- Cmatching demographic differences inside a company with those of key customers and stakeholders.
- Dcreating a demographically diverse workforce that attracts a broader customer base.
138Which of the following is a similarity between the discrimination and fairness paradigm and the access and legitimacy paradigm?
- ABoth focus on assimilation rather than differentiation.
- BBoth focus only on the surface-level diversity dimensions of sex, race, and ethnicity.
- CBoth make a distinction between individual and group differences.
- DBoth focus on integrating deep-level diversity differences into the actual work of the organization.
139Unlike the discrimination and fairness paradigm, the access and legitimacy paradigm:
- Afocuses on assimilation.
- Bfocuses on differentiation.
- Cintegrates deep-level diversity differences into the actual work of the organization.
- Dmakes a distinction between individual and group differences.
140The access and legitimacy paradigm focuses on:
- Aequal opportunity, fair treatment, recruitment of minorities, and strict compliance with the equal employment opportunity laws.
- Bintegrating deep-level diversity differences, such as personality, attitudes, beliefs, and values, into the actual work of an organization.
- Cbringing different talents and perspectives together to make the best organizational decisions and to produce innovative, competitive products and services.
- Dthe acceptance and celebration of differences to ensure that the diversity within a company matches the diversity found among primary stakeholders.
141Unlike the access and legitimacy paradigm, the learning and effectiveness paradigm focuses on:
- Acreating a demographically diverse workforce that attracts a broader customer base.
- Bintegrating deep-level diversity differences, such as personality, attitudes, beliefs, and values, into the actual work of an organization.
- Cmatching demographic differences inside a company with those of key customers and local communities.
- Dthe acceptance and celebration of differences to ensure that the diversity within a company matches the diversity found among primary stakeholders.
142Which of the following statements is true of organizational plurality?
- AAll members are empowered to contribute in a way that maximizes the benefits to an organization, customers, and themselves.
- BSome members are treated as superior to others based on their ethnicity.
- CThe individuality of each member is viewed by segmenting or polarizing people on the basis of their membership in a particular group.
- DThe members of minority groups are denied from advancing to the top jobs in organizations.
143The _____ focuses on bringing different talents and perspectives together to make the best organizational decisions and to produce innovative, competitive products and services.
- Aaccess and legitimacy paradigm
- Bdiscrimination and fairness paradigm
- Clearning and effectiveness paradigm
- Dacceptance and celebration paradigm
144Which of the following will help managers in managing company diversity programs effectively?
- ATreating group differences as special
- BFocusing more on positive feedback
- CDisregarding the dimensions of deep-level diversity
- DTailoring opportunities to individuals
145_____ teaches employees the practical expertise they need for managing a diverse workforce, such as flexibility and adaptability, negotiation, problem solving, and conflict resolution.
- ASkills-based diversity training
- BDiversity pairing
- CWork sample assessment
- DAwareness training
146Unlike skills-based diversity training, awareness training:
- Aaims to challenge underlying assumptions that people have about others.
- Bteaches employees the practical aspects of managing a diverse workforce.
- Cfocuses on negotiation and conflict resolution.
- Dinvolves teaching skills such as flexibility and adaptability.
147The _____ measures the extent to which people relate positive or negative thoughts with blacks or whites, men or women, homosexuals or heterosexuals, young or old, or other groups.
- ASpecific Ability Test
- BCognitive Ability Test
- CImplicit Association Test
- DSituational Judgment Test
148_____ are formal assessments that measure employee and management attitudes, investigate the extent to which people are advantaged or disadvantaged with respect to hiring and promotions.
- ACompliance audits
- BOperational audits
- CInvestigative audits
- DDiversity audits
149Which of the following is true of diversity pairing?
- AIt involves pairing customer service executives and customers based on their cultural or racial similarities.
- BIt is aimed at curbing preferential treatment of employees.
- CIt involves preparing formal assessments that measure employee and management attitudes.
- DIt is aimed at changing stereotypical beliefs and attitudes.
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- Quiz on 10-12, created by J H on 13/11/2019.
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- J H
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